Why businesses cannot afford to get right to work compliance wrong

Since 2024, the Government has increased the financial penalties for employers who fail to carry out proper right to work checks.

Businesses now face fines of up to £45,000 per worker for a first breach and up to £60,000 for any further breaches.

Financial penalties can strain cash flow, limit growth, and damage reputation, especially for smaller businesses.

How to carry out right to work checks

Employers have three approved ways to confirm an individual’s right to work in the UK:

Manual document checks – Examining and copying original identity documents.
Online verification – Using the Government’s right to work checking service for employees with digital immigration records.
Identity Service Provider (IDSP) checks – Working with a certified provider to verify British or Irish passport holders electronically.

No matter the method, businesses must retain dated copies and keep records securely throughout employment and for two years after the employee leaves.

Frequent problems with compliance

Errors often arise when checks are hurried or poorly recorded. To remain compliant, employers must:

Ensure documents are genuine and current (with limited exceptions)
Confirm personal details such as name, date of birth, and photographs match the individual
Set reminders for follow-up checks where visas have expiry dates

Right to work checks should be integrated into recruitment and HR workflows from day one.

The wider impact of getting right to work checks wrong

Penalties are only part of the problem. Non-compliance can trigger Home Office investigations, interrupt operations, weaken client confidence, and make future hiring harder, particularly in sectors relying on temporary or seasonal staff, like hospitality, tourism, and construction.